Article: It is time to consider employee engagement as your net promoter score

Strategic HR

It is time to consider employee engagement as your net promoter score

Theres been a dearth of new ideas when it comes to promoting and measuring employee engagement. So how can a simple business index help your company bridge that gap between the old and the new?
It is time to consider employee engagement as your net promoter score

A Gallup study shows that barely 13-percent of the global employees are engaged meaningfully at the workplace. At a time when the jobs market is in favor of the employees, this number is not a good news for organizations and leadership. However, if we look closer, the problem perhaps lies in the fact that not many organizations and leaders can effectively define what engagement is and how would they measure it. Net promoter score has been used as a reliable business index for quite some time and indicates towards the likelihood of customers recommending a business in their personal networks. Can this business effectiveness parameter be used to measure employee satisfaction? And how? Let’s try to find out.

Using net promoter score

Using the definition of net promoter score in the context of employee engagement allows organizations to measure the likelihood of employees recommending the business in their personal networks. It could be for filling vacant positions in the company or generating business leads. But what it truly shows is how good an employer the organization is.

When employees feel truly engaged at the workplace, they commit themselves to the success of the business. They actively contribute to producing excellent work and challenge themselves to improve each day.

Benefits of using eNPS

Organizations often try to get everyone on the same page by making sweeping statements like 'we’re a family here', or 'everyone has an equally important role to play in the business'. Keeping that in view, it becomes important for organizations to focus on employee satisfaction at every stage. And as such, that makes eNPS a critical tool in measuring the satisfaction levels of employees in order to keep them engaged.

Well recognized business term

Recruitment is not done to merely fill vacant positions, it is done to ensure that business keeps running efficiently. And business results can only be measured in business terms. Since employee engagement has a direct correlation with business results, it’s only logical to use well-recognized business terms to measure it.


Just like the marketing division, HR must be aware of the impact created by the various activities it undertakes to enhance employee engagement. Marketing uses NPS as an integral part of the daily business proceedings in any organization. On the same lines, eNPS allows a similar level of flexibility in measuring the employee engagement in real time on a daily basis. The referrals coming in from employees also act as a good reference point in gauging the employee sentiment towards the organization. 

Makes business sense

Engaged employees mean highly satisfied customers. And no organization would say ‘no’ to referrals, satisfied employees, and satisfied customers because it just makes good business sense to have it all.

Moreover, hiring new employees is an expensive proposition, so is employee turnover. Research by SHRM suggests that total turnover costs can exceed 100 percent of an employee’s salary. As a result, building an organization with highly engaged and satisfied employees is not only good for the overall employee morale, but also to the business bottom line. 

In conclusion

Retention and productivity are key to strategic business growth for organizations around the world. In view of this requirement, employee engagement becomes a key factor that can impact the growth and bottom line of a business. One of the biggest reasons that organizations often face difficulty in measuring employee engagement is that most do not begin with a well-structured definition of workplace engagement. Needless to say, that would be the first step in solving the dilemma of creating an engagement program. However, that’s not the end of it. For engagement initiatives to be truly successful, they must be customized to each individual in the organization and results in a highly engaged workforce.

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Topics: Strategic HR, Employee Engagement

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